Building Bridges to Connect

the Generations at UCR

Committee Members:

Channé Edwards

Toni Henderson

Yvonne Howard

Toni Lawrence

Cathy Eckman (mentor)

Making Excellence Inclusive Certificate Program

Final PresentationMay 12, 2010

• Each generation has its own unique set of attitudes, values, and work ethics.  • Recognizing and celebrating these differences starts with an awareness and ends with a culture that embraces generational diversity at UCR.  

Building Bridges to Connect

the Generations at UCRFor the first time in history, there are four generations in the workplace.

Building Bridges to Connect

the Generations at UCR

Toni Henderson will share the research that explains the differences in the four generations now in the workplace.

Toni Lawrence will explain our recommendations for an effective awareness campaign, which can be implemented in phases. Channé Edwards will close with insight into the risks of inaction, the benefits of implementation, and measurement tools. 

OVERVIEW

Building Bridges to Connect

the Generations at UCR

Traditionalists (1927 - 1945)

loyal • steadfast • not quick to share • disciplined • self-sacrificing • trust-worthy • duty first • persevere • toe-the-line • formal

Building Bridges to Connect

the Generations at UCR

Baby Boomers(1946 - 1964)

competitive • process / team oriented • accept corporate culture • need acceptance / sense of belonging • value training to be current • love retirement options

Building Bridges to Connect

the Generations at UCR

Gen X’ers (1965 - 1981)

results oriented • demand work/life balance • work = fun • IT savvy • reject corporate games • rely on self, not the company • feedback critical

Building Bridges to Connect

the Generations at UCR

Millennials(1982 - 2000)

team driven • resourceful and collaborative • want a challenge • impatient • expect respect • love speed and change • utilize direct style of feedback

Building Bridges to Connect

the Generations at UCR

• What can we do at UCR to bring awareness to this issue?

Building Bridges to Connect

the Generations at UCRAwareness CampaignMINIMAL COST AND/OR EFFORT

• Distribute the poster and brochure on a periodic basis;

• Utilize R’Space and R’Web, and Scotmail, to inform people about generational diversity; and

• Host a generational diversity information booth at appropriate UCR events.

Building Bridges to Connect

the Generations at UCRAwareness CampaignMODERATE COST AND/OR EFFORT

• Create a policy that mandates training;

• Create training programs (on-line or traditional workshops); and

• Develop a informational page off the UCR Diversity Web site.

Building Bridges to Connect

the Generations at UCRAwareness CampaignMAXIMUM COST AND/OR EFFORT

• Find solutions to improve workplace environments to improve intergenerational communication;

•Host a “4-G (Four Generations) Summit” annually;

• Develop an intergenerational play.

Building Bridges to Connect

the Generations at UCR

RISKS The risks of not learning, understanding or tolerating generational diversity include:

- low retention - high turnover - wide-spread dissatisfaction - poor communication - low productivity - low morale

Further, the foundation of inclusivity upon which future UCR generations can build would be tenuous.

Building Bridges to Connect

the Generations at UCR

While the benefits of embracing generational diversity are many, the most significant benefit is harnessing each generation’s skills and working styles resulting in a productive, cohesive, and congenial work environment.

Generational integration is essential to organizational effectiveness and necessary to support a culture of open inquiry and mutual respect.

BENEFITS

Building Bridges to Connect

the Generations at UCR

Quantitative and Qualitative

- Minimal Cost and/or Effort

- Moderate Cost and/or Effort

- Maximum Cost and/or Effort

MEASUREMENT

Building Bridges to Connect

the Generations at UCR

What have we learned?

Questions?